Further to our update of January 6, 2017, the University and the Association of Administrative and Professional Staff (AAPS) are pleased to provide an update on the implementation of the 2016 Compensation Review of M&P jobs. This memo provides specific details about the upcoming implementation.

Implementation of Results

It is important to note that this compensation review will not result in a general wage increase (GWI) for all M&P staff. Adjustments are targeted at those job family levels that have fallen behind the 50th percentile of the relevant comparator market.

It is also important to note that the changes that are going to be implemented will not result in any lifting of the overall pay structure, but rather will result in rearrangement of the classification of targeted levels within job families. Separate negotiated GWIs and any Economic Stability Dividends (ESDs) result in across-the-board lifts to the overall pay structure and salaries. For 2017, the GWIs and ESDs that lift the overall pay structure and salaries include: 1% GWI at May 1, 2017, 0.35% ESD at May 1, 2017, and 0.5% GWI at July 1, 2017.

For your reference, a list of M&P job family levels that will be changed is attached at the end of this memo. Please contact Kathleen Cheng or your Human Resources Advisor if the implementation of these changes results in issues within your department or unit.

Implementation Rules

Even if a job family level is adjusted, this does not mean that every staff member within that level will receive a salary adjustment. Much depends upon where the M&P staff member’s salary is within the pay grade. Here are the implementation rules:

If the staff member’s salary fell below the minimum of the “new pay grade”, then it will be increased to the minimum of the “new pay grade”. This will occur effective each of the following dates: July 1, 2016, July 1, 2017, and July 1, 2018.

If the staff member’s salary was at or above the midpoint of the “old pay grade”, but fell below the midpoint of the “new pay grade”, then it will be increased to the midpoint of the “new pay grade”. This will occur effective each of the following dates: July 1, 2016, July 1, 2017, and July 1, 2018.

Staff members who were above the midpoint of the “old pay grade”, and who remain above the midpoint of the “new pay grade” will not receive a salary increase.

Staff members who were between the minimum and midpoint of the “old pay grade” and who remain between the minimum and midpoint of the “new pay grade” will not receive a salary increase.

Implementation Date

It is anticipated that the changes effective July 1, 2016, including any retroactive pay to that date, will be paid out on the April 30, 2017, pay cheque. Note that this is a target date only, and we will keep you apprised of the actual date we are able to achieve. With regard to increases on July 1, 2017, and July 1, 2018, it is anticipated that staff impacted will receive their increase on the pay cheque immediately following these dates.

Department Administrators will receive a spreadsheet from Human Resources with changes denoted for each eligible M&P staff member in the faculty/department. The spreadsheet will be sent prior to implementation. In addition, staff members whose salaries are impacted will receive a letter directly from Human Resources advising them of their new job family level and salary as a result of the changes.

It is important that you contact Kathleen Cheng (604-822-8148) immediately if there are any issues, concerns, or corrections.

Eligibility Notes

Former staff members who are no longer employed by UBC as of the implementation date are not entitled to any retroactive pay.

Staff members on salary continuance as of the effective dates who are eligible for a salary adjustment will receive the respective pay adjustment.

Note that government wage constraints continue to impact excluded M&P staff not represented by AAPS, and these staff members are not eligible for increases at this time. AAPS members are not affected by the government wage constraints.

Funding

Vancouver campus

Departments/faculties are responsible for funding salary adjustments for all positions.

The exception to this at the Vancouver campus is that the University will fund salary adjustments for core operating activity positions in Faculties and Administrative Units. Core operating activities exclude non-operating funds as well as ancillary, continuing education, bill backs, and fee for service.

Questions about funding may be directed to the Budget Office.

Okanagan campus

On the Okanagan campus, the University will fund salary adjustments resulting from the M&P compensation review, for core operating activity positions in Faculties and Administrative Units.

Core operating activities include those positions currently funded under the general purpose operating fund, and exclude positions funded by research, fee for service, endowment and ancillary funds.

Questions about funding may be directed to the Okanagan Budget Office.

Conclusion

We are pleased to have finalized the implementation plan for the M&P Compensation Review, and to be responsive to the principles in the AAPS Agreement. It is important to the University and to AAPS that M&P compensation remains competitive, given its fundamental nature in retaining and recruiting outstanding staff.

We look forward to expeditiously implementing the changes.

Please share this information with M&P staff in your department.

Thank you.

M&P Compensation Review 2016

Job Families and Levels Affected by the Compensation Review

Note: Only Job Family Levels that were affected are indicated below. Job Family Levels that are not indicated in the table below will not be changed.